高階主管主動離職現象之研究

企業永續經營的關鍵往往在於人力資本，如何留住好的人才使經驗得以延續，是企業保持競爭力的不二法門。本論文採用質性研究之個案分析法，針對2019年F公司大量流失人才做為關鍵事件，訪談當時主動離職以及目前仍在職的的高階主管，分析人格特質及工作特性是否與離職傾向有關。訪談結果發現，高階主管人格特質之「外向性」及「開放性」較顯著者，對主動離職意願較高；工作特性中「回饋滿意度」愈低，主動離職意願愈高。本論文建議企業應給予不同人格特質的主管相對應的回饋，以增進工作滿意度；在主管的選任方面，選擇適合的主管擔任對的職務以確保工作的適配性，增加工作滿足感。另外，管理者及高階主管之間藉由良好的互動關係以及溝通管道，可以在組織內形成良好循環的信任氛圍，使公司營造出良好的工作環境，進而創造高品質、高效率的工作績效，如此就有助於降低離職意願。

關鍵字

高階經理人更換；人格特質；工作特性

並列摘要

One of the keys to long-term operation of an enterprise is the management of human capital. How to retain good talents so that working experiences can be passed on is the only way for an enterprise to maintain its competitiveness. This thesis applied the key event analysis approach pertaining to qualitative research to discuss the plethora of talent loss in F company during 2019. The analysis focused on whether job characteristics are related to turnover intentions. Interview results found that executives with a higher degree of "extroversion" and "openness" personality traits are more prone to resigning voluntarily; as for job characteristics, the less "feedback satisfaction" the more voluntarily resign. This thesis suggests that relevant feedbacks should be given to supervisors with different personality traits to increase job satisfaction, and suitable supervisors should be gleaned to hold a rightful position to ensure job suitability and increase job satisfaction. In addition, good communication between managers and senior supervisors would construct a trustful atmosphere with a virtuous cycle. It would enable the company creating a good working environment, thereby creating high-quality and high-efficiency work performances, and decrease the likelihood of intention to resign.